Diversity, equity, and inclusion (DEI) is a conceptual framework that seeks to promote the fair treatment and full participation of all people, especially in the workplace, including populations who have historically been under-represented or subject to discrimination because of their background, identity, disability, etc.[1]
"Diversity" describes a wide variety of differences that may exist amongst people in any community, including race, ethnicity, nationality, gender and sexual identity, disability, neurodiversity, and others. "Equity" is the practice of providing fair opportunities via personalized approaches based on individual needs, thus aiming to "level the playing field" by taking into account the different starting points of different individuals. Therefore, "equity" aims to achieve fairness by considering each individual's trajectory and context, and should not be confused with the notion of "equality" which aims to treat everyone the same. "Inclusion" specifies the desired outcome, namely, ensuring that individuals find opportunities and spaces to participate, regardless of their differences.
The term DEI is most often used to describe a training in the workplace. DEI training is utilized to encourage functional knowledge of fellow employees' identities and ways to navigate differences in an organization.[2] That said, the concept of DEI has a much broader scope of application. The umbrella term "diversity" encompasses not only the awareness about differences but also a set of principles and practices that aim to transform that awareness into safe and positive working environments. Equity involves factoring in individuals' starting points and trajectories. Applying equity means implementing fair opportunities in a way that accounts for the differences that exist between individuals. Inclusion is a step towards integration, where diverse individuals blend into the environment safely and harmoniously.[3][4]
Some of the challenges facing DEI have historical roots, with trails into current-time society. 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 can be explored in a variety of environments, including but not limited to academia, corporate workplaces, schools, and medical spaces.[5][6]
Organizations are now cognizant of the fact that efforts toward diversity, equity, and inclusion produce a tangible result.[7] The purpose of DEI training is to encourage self awareness, cultural competency, and empathy in employees; addressing unconscious bias, as well as promoting an overall safe, welcoming workplace environment for those of all races, creeds, and ethnicity.[8] 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.[9]
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.[10][11] Many accreditation agencies now require supporting DEI.[12][13]
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.[14] 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.[15]
Another angle to DEI in education considers public schools and general K-12 education. The focus here is on teachers and administrative staff.[citation needed] 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 on DEI and social responsibility.[citation needed] Such positions exist with the goal of creating allies for students through resources and staff training in order to support students facing social disparities.[16][17]
In medicine
Acknowledging the importance of diversity 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, male, cisgender, and straight, and many diverse individuals have spoken about alienating experiences in this field.[5] 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 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.[6] DEI efforts in existing global health organisations has been criticised for not being able to dismantle the feudal structure of global health.[18]
While DEI often involves human to human treatment, the increase of artificial intelligence (AI) in health care raises issues of bias and equity issues in how applications are developed and implemented. A recent scoping review identified 18 equity issues with 15 strategies that can be implemented to address them to ensure applications developed equitably meet the needs of the populations intended to benefit from them.[19]
^"DEI Definitin & Meaning Dictionary.com". Retrieved 2022-11-20.
^"Seven Steps to Successful DEI Training". ASAE. Retrieved 2022-03-23.
^"Diversity, Equity, and Inclusion – A Professional Development Offering of the eXtension Foundation Impact Collaborative". dei.extension.org. Retrieved 2022-03-23.
^"Diversity, Equity & Inclusion". Code for America. Retrieved 2022-03-23.
^ abGrubbs, Vanessa (2020-07-23). "Diversity, Equity, and Inclusion That Matter". New England Journal of Medicine. 383 (4): e25. doi:10.1056/NEJMpv2022639. PMID 32649073. S2CID 220465926.
^ abRosenkranz, Kari M.; Arora, Tania K.; Termuhlen, Paula M.; Stain, Steven C.; Misra, Subhasis; Dent, Daniel; Nfonsam, Valentine (July 2021). "Diversity, Equity and Inclusion in Medicine: Why It Matters and How do We Achieve It?". Journal of Surgical Education. 78 (4): 1058–1065. doi:10.1016/j.jsurg.2020.11.013. PMID 33279427. S2CID 227521028.
^Stahl, Ashley. "3 Benefits Of Diversity In The Workplace". Forbes.{{cite web}}: CS1 maint: url-status (link)
^"Seven Steps to Successful DEI Training". ASAE. Retrieved 2022-03-19.
^"Diversity, Equity and Inclusion - University of Houston". uh.edu. Retrieved 2022-03-21.
^Bohanon, Mariah (2022-03-16). "DEI in Accreditation". INSIGHT Into Diversity. Retrieved 2022-10-01.
^"Diversity and Inclusion in the Standards | AACSB". www.aacsb.edu. Retrieved 2022-10-01.
^Harris-Hasan, Alandra (9 October 2014). "What Is Really Going On: Black Graduate Students in Higher Education". Diverse Issues in Higher Education. 31 (18): 58.
^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. ERIC ED603495.
^Ph.D, Jay P. Greene. "Equity Elementary: "Diversity, Equity, and Inclusion" Staff in Public Schools". The Heritage Foundation. Retrieved 2022-03-23.
^Keshri, Vikash Ranjan; Bhaumik, Soumyadeep (September 2022). "The feudal structure of global health and its implications for decolonisation". BMJ Global Health. 7 (9): e010603. doi:10.1136/bmjgh-2022-010603. PMC9516156. PMID 36167407.
^Keshri, Vikash Ranjan; Bhaumik, Soumyadeep (September 2022). "The feudal structure of global health and its implications for decolonisation". BMJ Global Health. 7 (9): e010603. doi:10.1136/bmjgh-2022-010603. PMC9516156. PMID 36167407.
^Berdahl, Carl Thomas; Baker, Lawrence; Mann, Sean; Osoba, Osonde; Girosi, Federico (2023-02-07). "Strategies to Improve the Impact of Artificial Intelligence on Health Equity: Scoping Review". JMIR AI. 2: e42936. doi:10.2196/42936. ISSN 2817-1705. S2CID 256681439.
^Read, Bridget (26 May 2021). "Inside the Booming Diversity-Equity-and-Inclusion Industrial Complex". The Cut. Retrieved 21 September 2022.
March 03, 2023
diversity, equity, inclusion, this, article, multiple, issues, please, help, improve, discuss, these, issues, talk, page, learn, when, remove, these, template, messages, neutrality, this, article, disputed, relevant, discussion, found, talk, page, please, remo. This article has multiple issues Please help improve it or discuss these issues on the talk page Learn how and when to remove these template messages The neutrality of this article is disputed Relevant discussion may be found on the talk page Please do not remove this message until conditions to do so are met May 2022 Learn how and when to remove this template message This article provides insufficient context for those unfamiliar with the subject Please help improve the article by providing more context for the reader October 2022 Learn how and when to remove this template message The examples and perspective in this article deal primarily with the United States and do not represent a worldwide view of the subject You may improve this article discuss the issue on the talk page or create a new article as appropriate October 2022 Learn how and when to remove this template message The examples and perspective in this article may not include all significant viewpoints Please improve the article or discuss the issue October 2022 Learn how and when to remove this template message This article needs additional citations for verification Please help improve this article by adding citations to reliable sources Unsourced material may be challenged and removed Find sources Diversity equity and inclusion news newspapers books scholar JSTOR October 2022 Learn how and when to remove this template message Learn how and when to remove this template message Diversity equity and inclusion DEI is a conceptual framework that seeks to promote the fair treatment and full participation of all people especially in the workplace including populations who have historically been under represented or subject to discrimination because of their background identity disability etc 1 Diversity describes a wide variety of differences that may exist amongst people in any community including race ethnicity nationality gender and sexual identity disability neurodiversity and others Equity is the practice of providing fair opportunities via personalized approaches based on individual needs thus aiming to level the playing field by taking into account the different starting points of different individuals Therefore equity aims to achieve fairness by considering each individual s trajectory and context and should not be confused with the notion of equality which aims to treat everyone the same Inclusion specifies the desired outcome namely ensuring that individuals find opportunities and spaces to participate regardless of their differences The term DEI is most often used to describe a training in the workplace DEI training is utilized to encourage functional knowledge of fellow employees identities and ways to navigate differences in an organization 2 That said the concept of DEI has a much broader scope of application The umbrella term diversity encompasses not only the awareness about differences but also a set of principles and practices that aim to transform that awareness into safe and positive working environments Equity involves factoring in individuals starting points and trajectories Applying equity means implementing fair opportunities in a way that accounts for the differences that exist between individuals Inclusion is a step towards integration where diverse individuals blend into the environment safely and harmoniously 3 4 Some of the challenges facing DEI have historical roots with trails into current time society 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 can be explored in a variety of environments including but not limited to academia corporate workplaces schools and medical spaces 5 6 Contents 1 In the workplace 2 In academia 3 In medicine 4 Revenues 5 See also 6 ReferencesIn the workplace EditFurther information Diversity business Organizations are now cognizant of the fact that efforts toward diversity equity and inclusion produce a tangible result 7 The purpose of DEI training is to encourage self awareness cultural competency and empathy in employees addressing unconscious bias as well as promoting an overall safe welcoming workplace environment for those of all races creeds and ethnicity 8 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 9 In academia EditFurther information Diversity education Equity in education and Inclusion education 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 10 11 Many accreditation agencies now require supporting DEI 12 13 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 14 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 15 Another angle to DEI in education considers public schools and general K 12 education The focus here is on teachers and administrative staff citation needed 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 on DEI and social responsibility citation needed Such positions exist with the goal of creating allies for students through resources and staff training in order to support students facing social disparities 16 17 In medicine EditAcknowledging the importance of diversity 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 male cisgender and straight and many diverse individuals have spoken about alienating experiences in this field 5 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 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 6 DEI efforts in existing global health organisations has been criticised for not being able to dismantle the feudal structure of global health 18 While DEI often involves human to human treatment the increase of artificial intelligence AI in health care raises issues of bias and equity issues in how applications are developed and implemented A recent scoping review identified 18 equity issues with 15 strategies that can be implemented to address them to ensure applications developed equitably meet the needs of the populations intended to benefit from them 19 Revenues EditAccording to a 2003 estimate citation needed corporations in the United States spend 8 billion annually on diversity New York magazine stated in 2021 that the business became astronomically larger than ever after the murder of George Floyd in May 2020 20 See also EditAffirmative action Environmental social and corporate governance Diversity business Diversity training Human resources Inclusion disability rights Inclusion education Title IXReferences Edit DEI Definitin amp Meaning Dictionary com Retrieved 2022 11 20 Seven Steps to Successful DEI Training ASAE Retrieved 2022 03 23 Diversity Equity and Inclusion A Professional Development Offering of the eXtension Foundation Impact Collaborative dei extension org Retrieved 2022 03 23 Diversity Equity amp Inclusion Code for America Retrieved 2022 03 23 a b Grubbs Vanessa 2020 07 23 Diversity Equity and Inclusion That Matter New England Journal of Medicine 383 4 e25 doi 10 1056 NEJMpv2022639 PMID 32649073 S2CID 220465926 a b Rosenkranz Kari M Arora Tania K Termuhlen Paula M Stain Steven C Misra Subhasis Dent Daniel Nfonsam Valentine July 2021 Diversity Equity and Inclusion in Medicine Why It Matters and How do We Achieve It Journal of Surgical Education 78 4 1058 1065 doi 10 1016 j jsurg 2020 11 013 PMID 33279427 S2CID 227521028 Stahl Ashley 3 Benefits Of Diversity In The Workplace Forbes a href Template Cite web html title Template Cite web cite web a CS1 maint url status link Seven Steps to Successful DEI Training ASAE Retrieved 2022 03 19 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 PMID 30114938 S2CID 52019098 University Carnegie Mellon Homepage Diversity Equity and Inclusion Carnegie Mellon University www cmu edu Retrieved 2022 03 21 Diversity Equity and Inclusion University of Houston uh edu Retrieved 2022 03 21 Bohanon Mariah 2022 03 16 DEI in Accreditation INSIGHT Into Diversity Retrieved 2022 10 01 Diversity and Inclusion in the Standards AACSB www aacsb edu Retrieved 2022 10 01 Harris Hasan Alandra 9 October 2014 What Is Really Going On Black Graduate Students in Higher Education Diverse Issues in Higher Education 31 18 58 Claeys Kulik Anna Lena Jorgensen Thomas Ekman Stober Henriette November 2019 Diversity Equity and Inclusion in European Higher Education Institutions Results from the INVITED Project European University Association ERIC ED603495 Ph D Jay P Greene Equity Elementary Diversity Equity and Inclusion Staff in Public Schools The Heritage Foundation Retrieved 2022 03 23 Keshri Vikash Ranjan Bhaumik Soumyadeep September 2022 The feudal structure of global health and its implications for decolonisation BMJ Global Health 7 9 e010603 doi 10 1136 bmjgh 2022 010603 PMC 9516156 PMID 36167407 Keshri Vikash Ranjan Bhaumik Soumyadeep September 2022 The feudal structure of global health and its implications for decolonisation BMJ Global Health 7 9 e010603 doi 10 1136 bmjgh 2022 010603 PMC 9516156 PMID 36167407 Berdahl Carl Thomas Baker Lawrence Mann Sean Osoba Osonde Girosi Federico 2023 02 07 Strategies to Improve the Impact of Artificial Intelligence on Health Equity Scoping Review JMIR AI 2 e42936 doi 10 2196 42936 ISSN 2817 1705 S2CID 256681439 Read Bridget 26 May 2021 Inside the Booming Diversity Equity and Inclusion Industrial Complex The Cut Retrieved 21 September 2022 Retrieved from https en wikipedia org w index php title Diversity equity and inclusion amp oldid 1142211472, wikipedia, wiki, book, books, library,
