Diversity, Equity, and Inclusion (DEI) Framework

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A Diversity, Equity, and Inclusion (DEI) Framework is an organizational framework that promotes fair representation, equal opportunities, and full participation of individuals from all backgrounds.

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2024

1. Belonging, Dignity, and Justice (BDJ): Focus on creating a sense of belonging, respecting individual dignity, and ensuring social justice within organizations.
2. Access, Belonging, and Contribution (ABC):  Emphasizes providing equal access to opportunities, fostering a sense of belonging, and valuing diverse contributions.
3. Representation, Empowerment, and Allyship (REA):  Concentrates on improving representation of underrepresented groups, empowering individuals, and promoting active allyship.
4. Inclusion, Fairness, and Transparency (IFT):   Prioritizes creating inclusive environments, ensuring fair practices, and maintaining transparency in decision-making processes.
5. Cultural Intelligence, Equity, and Engagement (CEE):  Focuses on developing cultural intelligence among employees, promoting equity, and encouraging engagement from diverse perspectives.

2024

  • Perplexity.ai
    • A Diversity, Equity, and Inclusion (DEI) framework is an organizational approach that promotes the fair treatment and full participation of all people, especially groups who have historically been underrepresented or subject to discrimination[3].
    • This framework encompasses three interconnected concepts:
1. Diversity refers to the presence of variety within an organizational workforce, including differences in identity, background, and experiences[1][3].
2. Equity involves providing resources according to need and ensuring fair practices and procedures to achieve equal possible outcomes for every individual[2][4].
3. Inclusion strives to create an environment where all employees feel welcomed, respected, and able to fully participate and contribute[1][4].
    • DEI frameworks seek to institutionalize these values through policies and programs that:
      • Recognize and value differences among people[4]
      • Ensure fair opportunities for everyone[4]
      • Foster a work environment where all feel welcomed and respected[4]
      • Address barriers and historical factors that have created unfair conditions for underrepresented groups[1]
      • Promote the representation and participation of different groups of individuals[1]
    • By implementing DEI initiatives, organizations aim to create a more just, productive, and innovative workplace that benefits from diverse perspectives and talents[4][7].
    • Citations:
[1] https://www.techtarget.com/searchhrsoftware/definition/diversity-equity-and-inclusion-DEI
[2] https://www.apa.org/topics/equity-diversity-inclusion
[3] https://en.wikipedia.org/wiki/Diversity,_Equity,_and_Inclusion
[4] https://builtin.com/diversity-inclusion/what-does-dei-mean-in-the-workplace
[5] https://www.inclusionhub.com/articles/what-is-dei
[6] https://psychology.as.virginia.edu/what-are-diversity-equity-and-inclusion-dei
[7] https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-diversity-equity-and-inclusion
[8] https://www.tcu.edu/about/diversity-equity-inclusion.php

2024

  • (Wikipedia, 2024) ⇒ https://en.wikipedia.org/wiki/Diversity,_equity,_and_inclusion Retrieved:2024-10-11.
    • Diversity, equity, and inclusion (DEI) are organizational frameworks which seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination on the basis of identity or disability. These three notions (diversity, equity, and inclusion) together represent "three closely linked values" which organizations seek to institutionalize through DEI frameworks. The concepts predate this terminology and other variations include diversity, equity, inclusion and belonging (DEIB), inclusion and diversity (I&D), justice, equity, diversity and inclusion (JEDI or EDIJ), or diversity, equity, inclusion and accessibility (IDEA, DEIA or DEAI). Diversity refers to the presence of variety within the organizational workforce, such as in identity and identity politics. It includes gender, ethnicity, sexual orientation, disability, age, culture, class, religion, or opinion.[1] Equity refers to concepts of fairness and justice, such as fair compensation and substantive equality.[2] More specifically, equity usually also includes a focus on societal disparities and allocating resources and "decision making authority to groups that have historically been disadvantaged", and taking "into consideration a person's unique circumstances, adjusting treatment accordingly so that the end result is equal."[1] Finally, inclusion refers to creating an organizational culture that creates an experience where "all employees feel their voices will be heard",[1] and a sense of belonging and integration.[2] DEI is most often used to describe certain training efforts, such as diversity training. Although DEI is best known as a form of corporate training, it also finds implementation within many types of organizations, such as within academia, schools, and hospitals. Into the 2020s, DEI efforts and policies have generated criticism, some directed at the specific effectiveness of its tools, such as diversity training, and its effect on free speech and academic freedom, as well as more broadly attracting criticism on political or philosophical grounds. In addition, the term "DEI" has gained traction as an ethnic slur towards minority groups in the United States.
  1. ↑ 1.0 1.1 1.2 Cite error: Invalid <ref> tag; no text was provided for refs named mckinsey
  2. ↑ 2.0 2.1 Cite error: Invalid <ref> tag; no text was provided for refs named abcnews

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